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Sexual harassment, as defined under UK law, refers to any unwanted behaviour of a sexual nature that makes a person feel intimidated, degraded, or offended. It's not simply limited to physical incidents but can also involve verbal and non-verbal behaviours. The Equality Act 2010 provides federal-level regulations that make sexual harassment unlawful in Leicester and throughout the UK. The law is in place to protect every individual regardless of their gender or employment status. It covers situations within the workplace, but is also applicable in wider contexts including, education, property rentals and public services.
If you have been a victim of sexual harassment, you might need the aid of a lawyer to take legal action against the harasser or to file a complaint with your employer if the harassment occurred at work. Lawyers can provide advice on how to document incidents of sexual harassment, what evidence to gather, how to report the problem, and what to expect throughout the procedure. In case of an unjust dismissal or negative workplace reaction related to your complaint, a lawyer can also aid you in pursuing a case for unjust treatment or unfair dismissal. Additionally, if you have been accused of sexual harassment, legal representation is crucial to protect your rights and respond effectively.
The local laws within Leicester align with the Equality Act 2010 and protect individuals from being sexually harassed. A key aspect of this law is that it holds employers responsible for preventing and dealing with sexual harassment in the workplace. If an employer fails to take appropriate action when sexual harassment is reported, they may be held liable. Furthermore, the law protects against victimisation, which refers to treating anyone poorly because they've complained about discrimination or harassment.
Sexual harassment in the UK is defined as any unwanted sexual behaviour that violates the dignity of an individual, creates an intimidating, hostile, degrading, humiliating, or offensive environment for them. This includes unwelcome sexual advances, touching, displaying explicit material, or making sexually suggestive comments.
Evidence can include emails, text messages, photographs, video, or audio recordings, as well as eyewitness accounts of the behavior. Your personal records or journal entries detailing the incidents can also serve as evidence.
Yes. The Equality Act 2010 protects not only employees but also contractors, freelancers, interns, volunteers, job applicants and former employees from sexual harassment.
Your employer should promptly carry out an investigation, which may include interviewing you, the accused and any witnesses. They are also required to take appropriate action to prevent the harassment from continuing.
While you can initially report the issue anonymously, further investigations or legal proceedings may require you to identify yourself. Your employer has a duty of care to keep your information as confidential as possible.
The government's official website offers guidance on workplace rights and legal protections against sexual harassment. Furthermore, Citizens Advice can provide guidance and support, while organisations such as the Equality and Human Rights Commission (EHRC), Victim Support, and Rights of Women provide various resources concerning sexual harassment.
If you require legal assistance in a case of sexual harassment, it is recommended to collect all possible evidence and document the incidents in a personal record as clearly and objectively as you can. You should then report the issue to your employer, if relevant, or directly reach out to a legal professional for advice on how to proceed. Ensure to maintain all communication regarding the issue for potential legal proceedings. Always remember you have the right to a safe environment, free from harassment, and the law exists to support and protect you.
